The Innovative Workplace And The Millennial Employee

In 2004, In My Role As An Internal Communication Executive In One Of Nigeria’s Commercial Banks, I Chanced Upon A 1994 Harvard Business Review (HBR) Article Which Was Later Published In A Book In 1997 By Three Budding Authors: Gary Loveman, James Heskett, W. Earl Sasser, And Leonard Schlesinger; Titled The Service Profit Chain Or The Employee Engagement Profit Chain.

The Article Made Great Impression On Me As It Put Much More Rigor In Explaining The Meaning Of Employee Engagement Devoid Of The Esotery Associated With It In The Corporate Circles.

The Employee Profit Chain Is Essentially A Theory Of Business Management Which Links Employee Satisfaction To Customer Loyalty And Profitability. In This Model, It Is Believed That An Employee’s Discretionary Effort Results In The Engagement-Profit-Chain; Because They Care More, They Are More Productive, Give Better Service And Even Stay In Their Jobs Longer.

Generally Speaking, Beyond The Sweet Sounds Of Such Jargons As: Engagement, Customer Engagement, And Customer Decision Journey, Many Organisations Especially In The Service Industry Rarely Engage Their Employees In A Manner To Elicit Discretionary Efforts And Performance.

The Employee’s Voice Is Oftentimes Undervalued, Or At Best Fit Into A Predesigned Company Box Of Corporate Speak, Reflecting The Expected Attitude Of Either A Manpower Or A Member Of The Workforce.

Oftentimes, To Create The Soft Side Of Employee Engagement, Several Activities And Buzz-Worthy Internal Behavior Change Campaigns Are Embarked Upon By Organizations, Ranging From “Open-Door, Bonding-To-Win, Lunch-On-Me” Either To Help Buoy Employee Happiness, Or At Best Enhance Employee Self-Motivation.

In 2010, I Was A Participant At One Of Such Inspiring Sessions Guided By A Respected Trainer Who Shared Her Winning Models On How To Stir Employee Fulfillment Within The Organization.

I Was Thereafter Inspired To Lead A Bonding Programme Of Disenchanted Colleagues At The Time Who Largely Felt That The Organization Was Not Responsive To Their Demands For More Rewards And Promotions. The Game Plan Amongst Some Of Us Was That By Funding Fun Amongst Designated Teams, We Can Share Happiness And In The Medium Term Achieve Team Retention And Productivity.

Shortly After I Had Taken The Lead, I Discovered Rather Surprisingly That The Excitement That Heralded The Initiative Had Nothing To Do With Making Financial Self-Contribution Towards The Bonding Programme.

Indeed, Few Persons Were Willing To Step Forward To Host Such TGIF, And Though We Experienced Greater Emotional Agility, The Memories Did Not However Renounce Our Appetite To Benchmark Competitive Pay Cheques, Especially In The Face Of Glaring Management Frustration On Diminishing Bottom-Line.

Researches In The Field Of Positive Psychology Have Largely Revealed How Much The Quest For Happiness And Satisfaction Is Simply Self-Pursuit With Some Perceived Spin-Offs On General Benefits. Similarly, Seeking Employee Happiness Through Financial Bait According To American Psychologist, Frederick Irving Herzberg, Is Simply A Hygiene Factor And Not A Key Motivator.

 

Welcome, Millennials…

Here Comes The Millennial Economy With Its Shift In Values, Attitudes And Expectations; Talent Management Has Thus Become A Useful Capability For Any Business On The Prowl For Potential Game-Changing Growth.

With Millennials Predicted To Account For 33% Of Global Spending By 2020, Wielding A $200b Buying Power, And Constituting Over 60% Of Most Workplace Composition, Today’s Industry Leaders Face A Profound Challenge Of Engaging These Emerging Audience That Are About To Dictate The Tune Of The Future; Or Risk Sleepwalking Into Irrelevance.

The Neo Millennials Or Afrilenials ? (African Millennials) Are In Direct Duel With The Older Generation On The Future Of Work. Whilst The Older Generation View Them As Impatient, Unproductive And Seekers Of Instant Gratification, The Millennials View The Older Generation As Uninformed, Unexposed And Old School.

My Research On The Millennial Voice Within The Nigerian Banking Industry Offers A Refreshing Understanding Of The Issues.  Employees Are No More Engaged By Promise Of Stock Options Or Even Fat Pay Cheques Which They Believe Are Often Unsustainable. Indeed Participation In A Talent Hunt Competition Could Give Them Same Or Better Take Home.

To Intentionally Harness Employee Energies Towards Innovation And Business Growth, Forward-Looking Organizations Must Inevitably Renew Their Attention On The Traditional Three Cs: Communication, Collaboration And Community.

Understanding Employee Marketplace

Here Comes The Millennial Economy With Its Shift In Values, Attitudes And Expectations; Talent Management Has Thus Become A Useful Capability For Any Business On The Prowl For Potential Game-Changing Growth.

With Millennials Predicted To Account For 33% Of Global Spending By 2020, Wielding A $200b Buying Power, And Constituting Over 60% Of Most Workplace Composition, Today’s Industry Leaders Face A Profound Challenge Of Engaging These Emerging Audience That Are About To Dictate The Tune Of The Future; Or Risk Sleepwalking Into Irrelevance.

The Neo Millennials Or Afrilenials ? (African Millennials) Are In Direct Duel With The Older Generation On The Future Of Work. Whilst The Older Generation View Them As Impatient, Unproductive And Seekers Of Instant Gratification, The Millennials View The Older Generation As Uninformed, Unexposed And Old School.

My Research On The Millennial Voice Within The Nigerian Banking Industry Offers A Refreshing Understanding Of The Issues.  Employees Are No More Engaged By Promise Of Stock Options Or Even Fat Pay Cheques Which They Believe Are Often Unsustainable. Indeed Participation In A Talent Hunt Competition Could Give Them Same Or Better Take Home.

To Intentionally Harness Employee Energies Towards Innovation And Business Growth, Forward-Looking Organizations Must Inevitably Renew Their Attention On The Traditional Three Cs: Communication, Collaboration And Community.

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Employee Marketplace

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Nduneche Ezurike is a Marketing Communication professional and opt-in Advisory Council Member of the Harvard Business Review; a network of designated professionals across the globe who render research support to the elite publication.